Human Resources

In this week's episode, Ricardo talks about the difficulty faced by those overqualified for a given position. When a company creates a position for a new team member and receives a resume with qualifications much in excess of those needed, this CV is most likely not going to be chosen.

In this week's episode, Ricardo talks about "The Great Resignation", a term created by Anthony Klotz, a professor at the University of Texas, A&M University. He explains that in the first few months of this year, 4.3 million people resigned in the United States. This phenomenon is not unique to the US. It is happening worldwide. Ricardo comments on the influence of the pandemic on this behavior and on four factors that lead people to resign.

In this week's episode, Ricardo makes an analogy on how you can use the same approach to close a project in your own professional life when it is time for you to move on. Sometimes we know that, for any reason you may choose, it is time for you to end a cycle to give the opportunity to start a new one. But this process is not as happy and joyful as the beginning of a project or job.

This week Ricardo returns to discuss the Dunning-Kruger effect and how it is usually more visible in projects and initiatives with more abstract deliveries and products. It is important to remember that the Dunning-Kruger effect occurs when the professional demonstrates confidence and a sense of competence incompatible with his job's real ability.

Transformation is personal. Always. Think about it. Organizational change is brought about one individual at a time. A change of behavior or a change of outlook by one individual in an organization is the cellular basis of achieving transformation. Individual transformation of employees is (at least) as important as any organizational transformation. Without it, the chances of any transformation succeeding are low. Without it, the chances of an organization continuing to evolve and respond to new changes are almost non-existent.

In the third and final episode of the cognitive bias series, Ricardo discusses two types of opposed behaviours: the Dunning Kruger effect and the Impostor Syndrome. Both are related to the actual competence x competence that we think we have. At Dunning Kruger, we find ourselves more competent than we are. In impostor syndrome, we have a hard time admitting the real competence we have.

In the second episode of a 3-episode series, Ricardo provides the example of the birthday paradox, a simple probability exercise that demonstrated that the perceived probability of matching birthdays in a group tends to be much lower than what it is in reality.

In the first episode of a 3-episode series, Ricardo discusses the main concepts of cognitive bias and why we often suffer from poor decisions that are made according to irrational criteria, disregarding knowledge and analytical thinking to make decisions.

In this episode, Ricardo discusses his recently published article on human behavior in the face of change and how safety nets need to be replaced by ropes to allow advancement. He discusses the paradox we live in today where change is the natural condition of organizational survival and, at the same time, one of the things we most fear as individuals. The original article is available at www.linkedin.com/pulse/you-must-g…ns-viana-vargas/

In this episode, Ricardo talks about a concept of psychology that seeks to address professional (and life) challenges by reinforcing the positive aspects of the challenges rather than the negatives: Positive Psychology. Video mentioned: Positive Psychology / Author mentioned: Tal Ben-Shahar

In this episode, Ricardo discusses the drama that many project managers feel when the end of the project approaches: the fear of the future and the consequences of unemployment. Unlike in previous episodes where he spoke to the project managers, Ricardo now gives a direct message to executives and sponsors about talent management and how to turn project management into an organizational career.

In this episode, Ricardo goes back one more time to the diversity topic. After all the news around sexual harassment and all sorts of people’s discrimination because of race, sex, sexual orientation and religion, Ricardo comes back to explain one more time how diversity contributes to creativity, to unlock new ideas and help the project to succeed.

In this episode, Ricardo talks about a kind of invisible contract that governs people's relations within organizations and that can have a significant impact on the project's success or failure.

In this podcast, Ricardo continues to talk about Highly Effective Teams, the subject of his new book. He comments on the trust between members, effective decision-making, conflict management, and how to recognize the work and create opportunities for the team and for each member.